CIPD

I understand the logic of being honest in uncertain times even if it means fishing in a smaller pool. I am also sure that so many do it out of habit and because they think it is easier to do this and let someone go than to dismiss a poor recruit. This…

The short answer is that I don't think it is generally seen in the profession. I only heard the term about 2 years ago and most people are not that hot on their CPD.
Having said that most practitioners will know someone or have encountered someone…

Depends what they want
if they just want it to stop then a strong quiet word is all that should happen initially and telling them that any sort of reprisal will be dealt with very firmly.
if they want it dealt with formally then use the grievance pro…

The not cope argument is poor/discrimination
The other argument might have legs.(just)
What do you want to do?

We use My HRToolkit

It works for us and several clients

Having gone past the immediate 'too much initiative' problem I would be looking to how they can do it safely with a proper charging facility, not least because they are unlikely to be the last

You need to share the genuine concern and see if it can be solved
The nature of FWRs is that at some point you have to say "Enough is enough"
It may seem unfair but not seriously so

Ultimately the applicant decides whether to accept/turn up

Legislation is relatively easy
Case law is usually open to appeal (or just being wrong or impractical
Most people steer away from doing much based on case law, including the big consultancies

I do (occasionally) and then advise clients when it comes to their annual review
The tricks are not to over-react based on one case and then to know how to re-word. Neither are DIY tasks